Learning Theories in Designing Training
INTRODUCTION
In any organisational workplace, each employee plays an important role in applying their job skills to make the organisation run smoothly. Each employee is required to equip themselves with the skill of knowing how to learn as this enables them to learn other skills which could help them in their work (Blackmoore, 1996).
Moreover, psychologists found out that globalisation of markets not only emphasize the requirements for responsiveness and adaptability, but also changes to the manufacturing process such as great intensification of problem solving skills of the employees (Fincham & Rhodes, 2005). The machine operators are required to learn how to deal with an emergency of the machines and come up with immediate effective solutions, and also to learn the methods of maintaining good quality control of the machines by minimizing the chances of a breakdown.
Therefore, training plays a critical part towards the new as well as the existing employees in an organisation as it is an organized method of acquiring skills, rules, thoughts or attitudes and it is only through this learning that the employees could improve their performance on certain tasks given or apportioned to them. (Buckley & Capel, 2000). For instance, a personal secretary requires skills on managing the schedules of his or her superior and knowing the contacts of all the business partners of the employer while a manager requires the skills of managing the team and delegating the right task to the right person. Besides that, new employees would get to know their job criteria better by going through induction training while the existing employees will gain more personal growth and insight in new methods which could enhance their working skills, besides helping them to increase their job performance. According to Fincham & Rhodes (2005), learning is a cognitive and physical process of each individual to gain and rise to a permanent change in knowledge and skills through
In any organisational workplace, each employee plays an important role in applying their job skills to make the organisation run smoothly. Each employee is required to equip themselves with the skill of knowing how to learn as this enables them to learn other skills which could help them in their work (Blackmoore, 1996).
Moreover, psychologists found out that globalisation of markets not only emphasize the requirements for responsiveness and adaptability, but also changes to the manufacturing process such as great intensification of problem solving skills of the employees (Fincham & Rhodes, 2005). The machine operators are required to learn how to deal with an emergency of the machines and come up with immediate effective solutions, and also to learn the methods of maintaining good quality control of the machines by minimizing the chances of a breakdown.
Therefore, training plays a critical part towards the new as well as the existing employees in an organisation as it is an organized method of acquiring skills, rules, thoughts or attitudes and it is only through this learning that the employees could improve their performance on certain tasks given or apportioned to them. (Buckley & Capel, 2000). For instance, a personal secretary requires skills on managing the schedules of his or her superior and knowing the contacts of all the business partners of the employer while a manager requires the skills of managing the team and delegating the right task to the right person. Besides that, new employees would get to know their job criteria better by going through induction training while the existing employees will gain more personal growth and insight in new methods which could enhance their working skills, besides helping them to increase their job performance. According to Fincham & Rhodes (2005), learning is a cognitive and physical process of each individual to gain and rise to a permanent change in knowledge and skills through
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